decoding diversity the fundamentals of designing an
TRANSCRIPT
DECODING DIVERSITY
THE FUNDAMENTALS OF DESIGNING AN
EQUITABLE & INCLUSIVE COMMUNITY
Hanna Song, Ph.D. (she/her)
GROW Conference
September 10, 2021
What is Diversity?
Benefits to Diversity
EFFICIENCY PRODUCTIVITY BETTER DECISION MAKING
CREATIVITY & INNOVATION
People:
Additive Ability VS Toolkits
110 120 125
110
130 95 100
Total=790?
WHAT WORDS DO YOU ASSOCIATE WITH
DIVERSITY?
CHAT FLOOD:
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Diversity Is …
• Any dimension that can be used to differentiate groups and people from one another.
• Showing respect for and appreciation of differences in ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion.
• The collective mixture of differences and similarities that includes individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.
Protected Characteristics
Race Color National originPolitical
affiliations or activities
Religion
Sexual orientation
Gender identity and gender expression
Sex, male or female (including pregnancy, childbirth, and related
medical conditions)
Medical conditions
AIDS/HIV
Disability: physical or
mental
Age (40 and older)
Marital StatusMilitary or
Veteran status
Status as a victim of domestic violence, assault, or stalking
WHAT FEELINGS, ACTIONS, AND EVIDENCE
DO YOU ASSOCIATE WITH INCLUSION?
CHAT FLOOD:
9
Inclusion Is …
• The state of being valued, respected, and supported.
• About focusing on the needs of every individual and ensuring the right conditions are in place for each person to achieve his or her full potential.
• It should be reflected in an organization’s culture, practices, and relationships that are in place to support a diverse workforce and the clients it serves.
Why Inclusion?
• Introduced by Kimberlé Crenshaw in 1989
– Marginalization of Black women in antidiscrimination law, feminist and antiracist theory and politics.
• Individuals have multiple identities
• Certain identities may be perceived as having more or less privilege in society
• Systems of oppression are interconnected and cannot be examined separately from one another
– Racism, sexism, homophobia, transphobia, ableism, xenophobia, classism, etc.
Intersectionality
“We all occupy multiple
and intersecting social
positionalities. These
identities don’t cancel
out one another; each is
more or less salient in
different contexts.”
IDENTITY: WHO ARE YOU?
WHAT ARE YOUR MOST SALIENT
IDENTITIES?
CHAT FLOOD:
14
What is your
cultural lens?
WHAT WERE SOME CULTURAL NORMS THAT YOU REMEMBER GROWING UP WITH OR CURRENTLY PRACTICE? ESP. AROUND FOOD/NUTRITION?
Associations
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Unconscious Bias
Our mind is constantly processing
information, oftentimes without
our conscious awareness. When we
are moving fast or lack all the
data, our unconscious biases fill in
the gaps, influencing our everyday
choices and actions.
Unconscious biases are created and
reinforced by our environments and
experiences.
How Bias
Works:
Information
Categorize
Safety
Bias
Types of
Implicit
Bias
Unconscious
Bias
Conformity Bias
Beauty Bias
Affinity Bias
Halo Effect/Horns
Effect
Contrast Effect
Confirmation Bias
Microaggressions
• Statements or actions that can be intentional or unintentional.
• They communicate slights and insults and can be harmful, hostile, and send negative messages based on a persons’ marginalized identity
Stereotype Threat
•The threat of being viewed through the lens of a negative stereotype
•Fear of doing something that will inadvertently confirm a stereotype
•Linked to diminished performance based on the associative psychological stress
Race in the US
• White
• People of Color
PoC/BIPoC
PoC= People of Color
Asians
Latin(x)/Hispanic
Black/African American
Native American/Pacific Islander/Indigenous
2 or More Races
RACE
How we see
ourselves
How others see us
MORE TERMS
PREJUDICEEVERYONE HAS THEM
REINFORCED BY CULTURE
THOUGHTS/FEELINGS THAT LEAD TO STEREOTYPES, ATTITUDES, AND
GENERALIZATIONS
RACISMGROUP’S COLLECTIVE
WHEN POWER OR LEGAL AUTHORITY CREATES INEQUALITY
STRUCTURAL NOT JUST AN EVENT
GOES BEYOND THE INDIVIDUAL
BACKED BY IDEOLOGY
DISCRIMINATION
ACTION BASED ON PREJUDICES
ANTI-BLACKNESS
“Inequity can occur simply through homogeneity;
if I am not aware of the barriers you face, then I
won’t see them, much less be motivated to
remove them. Nor will I be motivated to remove
the barriers if they provide an advantage to which
I feel entitled.”
Systemic oppression is often invisible & we are ALL complicit
What do we do?
SAME FAIR SYSTEMIC
CHANGE
Diversity: Difference
Equity: Fairness
Inclusion: Belonging
Diversity
Recruitment
Hiring Practices
Explicit Partnerships
Outreach
Equity
New Programs
Succession Planning
Leadership Development
Inclusion
Climate Surveys
Policies and Procedures
Affinity groups
Mentoring Programs
What can DEI look like?
Allyship
Activate new language
Be open to feedback
Be proactive; Take action
Step out of your comfort zone
Veil of Ignorance
RacistAnti-Racist
“Not Racist”
MISTAKES! Oops!
• What do you do if you are the one who made a mistake?
• WE ALL MAKE MISTAKES
• APOLOGIZE and LEARN
• KEEP TRYING!
QUESTIONS? COMMENTS?
THANK YOU!
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